Recharge Your Employees And Their Careers
Check out five resiliency strategies
Posted on 05-06-2019, Read Time: Min
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As a leadership coach and corporate trainer, I see first-hand what organizations and employees deal with these days. Many of my clients come into coaching barely holding on due to extreme stress, herculean demands, and overall exhaustion. The fulfillment they find in their careers is being eroded by budget cuts, reorganizations, 24/7 smartphone contact, family expectations, an exhausting commute, and more. In this environment, it’s essential that we give employees the tools to grow, develop, and future-proof their careers.
One way to do that is to develop resilience. Resilient employees manage transition, stay focused, and are less likely to burn out and disengage. Rather than complain about changes and challenges, they manage both and continue to develop their careers and look for opportunities to make a positive contribution to their organizations.
With my coaching clients and workshop attendees, I focus on five strategies: well-being, self-awareness, brand, connection, and innovation.
Well-being includes physical, emotional, and spiritual health. How can employees be productive and energetic if they are not getting consistent exercise, adequate nutrition, and enough sleep? Well-being also encompasses knowing how to recharge their batteries and being able to identify and deal with stressors.
Self-awareness encompasses purpose, mindset, and type and has benefits for both the individual and the organization. When employees can define their purpose, they are more likely to be proactive in designing their careers. With a growth mindset, people become more willing to embrace challenges and more likely to persist when they confront obstacles. They are less likely to focus on the negative aspects of change, such as when a major reorganization takes place. Awareness of personality type provides a basis for being flexible in interactions with other people whose styles are different from theirs.
Personal branding consists of attributes (or skills and competencies) and impact. Defining the impact they make in their position is key to employees focusing on how they can add value to their career and the organization. In addition, knowing their brand gives employees confidence and the energy to be more visible and proactive in their careers.
Connection encourages employees to develop relationships and build a support system of people they can trust. This goes beyond ‘networking’, which so often becomes a numbers game of connections on LinkedIn. I suggest to clients that they develop relationships in three major areas: the organization, their profession or industry, and their personal life. My clients notice that as they begin to make connection a priority, they feel more engaged in their careers because they are happier and have enhanced energy.
Personal innovation introduces new challenges, interests, or competencies so employees stay recharged and engaged. An important part of innovation is what I call ‘resetting your compass for impact.’ Too often, employees pursue advanced degrees and certifications without considering whether that will enhance their careers or let them make more of an impact in the organization.
Resilience is an essential skill for employees in our VUCA (volatile, uncertain, complex, ambiguous) work environments. Empower employees with these five resiliency strategies and reap the rewards of engagement and commitment.
As a leadership coach and corporate trainer, I see first-hand what organizations and employees deal with these days. Many of my clients come into coaching barely holding on due to extreme stress, herculean demands, and overall exhaustion. The fulfillment they find in their careers is being eroded by budget cuts, reorganizations, 24/7 smartphone contact, family expectations, an exhausting commute, and more. In this environment, it’s essential that we give employees the tools to grow, develop, and future-proof their careers.
One way to do that is to develop resilience. Resilient employees manage transition, stay focused, and are less likely to burn out and disengage. Rather than complain about changes and challenges, they manage both and continue to develop their careers and look for opportunities to make a positive contribution to their organizations.
With my coaching clients and workshop attendees, I focus on five strategies: well-being, self-awareness, brand, connection, and innovation.
Well-being includes physical, emotional, and spiritual health. How can employees be productive and energetic if they are not getting consistent exercise, adequate nutrition, and enough sleep? Well-being also encompasses knowing how to recharge their batteries and being able to identify and deal with stressors.
Self-awareness encompasses purpose, mindset, and type and has benefits for both the individual and the organization. When employees can define their purpose, they are more likely to be proactive in designing their careers. With a growth mindset, people become more willing to embrace challenges and more likely to persist when they confront obstacles. They are less likely to focus on the negative aspects of change, such as when a major reorganization takes place. Awareness of personality type provides a basis for being flexible in interactions with other people whose styles are different from theirs.
Personal branding consists of attributes (or skills and competencies) and impact. Defining the impact they make in their position is key to employees focusing on how they can add value to their career and the organization. In addition, knowing their brand gives employees confidence and the energy to be more visible and proactive in their careers.
Connection encourages employees to develop relationships and build a support system of people they can trust. This goes beyond ‘networking’, which so often becomes a numbers game of connections on LinkedIn. I suggest to clients that they develop relationships in three major areas: the organization, their profession or industry, and their personal life. My clients notice that as they begin to make connection a priority, they feel more engaged in their careers because they are happier and have enhanced energy.
Personal innovation introduces new challenges, interests, or competencies so employees stay recharged and engaged. An important part of innovation is what I call ‘resetting your compass for impact.’ Too often, employees pursue advanced degrees and certifications without considering whether that will enhance their careers or let them make more of an impact in the organization.
Resilience is an essential skill for employees in our VUCA (volatile, uncertain, complex, ambiguous) work environments. Empower employees with these five resiliency strategies and reap the rewards of engagement and commitment.
One way to do that is to develop resilience. Resilient employees manage transition, stay focused, and are less likely to burn out and disengage. Rather than complain about changes and challenges, they manage both and continue to develop their careers and look for opportunities to make a positive contribution to their organizations.
With my coaching clients and workshop attendees, I focus on five strategies: well-being, self-awareness, brand, connection, and innovation.
Well-being includes physical, emotional, and spiritual health. How can employees be productive and energetic if they are not getting consistent exercise, adequate nutrition, and enough sleep? Well-being also encompasses knowing how to recharge their batteries and being able to identify and deal with stressors.
Self-awareness encompasses purpose, mindset, and type and has benefits for both the individual and the organization. When employees can define their purpose, they are more likely to be proactive in designing their careers. With a growth mindset, people become more willing to embrace challenges and more likely to persist when they confront obstacles. They are less likely to focus on the negative aspects of change, such as when a major reorganization takes place. Awareness of personality type provides a basis for being flexible in interactions with other people whose styles are different from theirs.
Personal branding consists of attributes (or skills and competencies) and impact. Defining the impact they make in their position is key to employees focusing on how they can add value to their career and the organization. In addition, knowing their brand gives employees confidence and the energy to be more visible and proactive in their careers.
Connection encourages employees to develop relationships and build a support system of people they can trust. This goes beyond ‘networking’, which so often becomes a numbers game of connections on LinkedIn. I suggest to clients that they develop relationships in three major areas: the organization, their profession or industry, and their personal life. My clients notice that as they begin to make connection a priority, they feel more engaged in their careers because they are happier and have enhanced energy.
Personal innovation introduces new challenges, interests, or competencies so employees stay recharged and engaged. An important part of innovation is what I call ‘resetting your compass for impact.’ Too often, employees pursue advanced degrees and certifications without considering whether that will enhance their careers or let them make more of an impact in the organization.
Resilience is an essential skill for employees in our VUCA (volatile, uncertain, complex, ambiguous) work environments. Empower employees with these five resiliency strategies and reap the rewards of engagement and commitment.
As a leadership coach and corporate trainer, I see first-hand what organizations and employees deal with these days. Many of my clients come into coaching barely holding on due to extreme stress, herculean demands, and overall exhaustion. The fulfillment they find in their careers is being eroded by budget cuts, reorganizations, 24/7 smartphone contact, family expectations, an exhausting commute, and more. In this environment, it’s essential that we give employees the tools to grow, develop, and future-proof their careers.
One way to do that is to develop resilience. Resilient employees manage transition, stay focused, and are less likely to burn out and disengage. Rather than complain about changes and challenges, they manage both and continue to develop their careers and look for opportunities to make a positive contribution to their organizations.
With my coaching clients and workshop attendees, I focus on five strategies: well-being, self-awareness, brand, connection, and innovation.
Well-being includes physical, emotional, and spiritual health. How can employees be productive and energetic if they are not getting consistent exercise, adequate nutrition, and enough sleep? Well-being also encompasses knowing how to recharge their batteries and being able to identify and deal with stressors.
Self-awareness encompasses purpose, mindset, and type and has benefits for both the individual and the organization. When employees can define their purpose, they are more likely to be proactive in designing their careers. With a growth mindset, people become more willing to embrace challenges and more likely to persist when they confront obstacles. They are less likely to focus on the negative aspects of change, such as when a major reorganization takes place. Awareness of personality type provides a basis for being flexible in interactions with other people whose styles are different from theirs.
Personal branding consists of attributes (or skills and competencies) and impact. Defining the impact they make in their position is key to employees focusing on how they can add value to their career and the organization. In addition, knowing their brand gives employees confidence and the energy to be more visible and proactive in their careers.
Connection encourages employees to develop relationships and build a support system of people they can trust. This goes beyond ‘networking’, which so often becomes a numbers game of connections on LinkedIn. I suggest to clients that they develop relationships in three major areas: the organization, their profession or industry, and their personal life. My clients notice that as they begin to make connection a priority, they feel more engaged in their careers because they are happier and have enhanced energy.
Personal innovation introduces new challenges, interests, or competencies so employees stay recharged and engaged. An important part of innovation is what I call ‘resetting your compass for impact.’ Too often, employees pursue advanced degrees and certifications without considering whether that will enhance their careers or let them make more of an impact in the organization.
Resilience is an essential skill for employees in our VUCA (volatile, uncertain, complex, ambiguous) work environments. Empower employees with these five resiliency strategies and reap the rewards of engagement and commitment.
Author Bio
| Beth Benatti Kennedy, MS, LMFT brings more than twenty years of experience to her role as a leadership and executive coach, resiliency-training expert, and speaker. With an extensive background in career development, she coaches high-potential individuals on how to use their influence strategically, collaborate effectively, and focus on innovation. Connect Beth Benatti Kennedy |
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